Healthcare organizations are under pressure to provide consistent, high-quality care at the lowest possible cost. However, their nursing competency management processes for orientation, annual assessments, and staffing are inefficient. Visibility into validated skills data helps establish nursing competence throughout the organization.
Gain visibility into the assessment progress at an individual level through a personalized competency profile, a team level through a matrixed view of assessment statuses, or at a unit level through reporting and analytics.
Assign relevant competencies based on roles and responsibilities.
Streamline the identification of qualified preceptors and coordination of competency assignments.
Promote accountability with defined workflows that use relevant validation methods, as supported by Donna Wright.
Track proof of nursing competence for JCAHO compliance in detail with a flexible data model.
Regulate the assessment processes executed by qualified assessors.
Ensure regulated roles have the right coverage of requirements through standard skill and role assignment logic.
Gain insight into competence at a unit and system level with reporting and analytics.
Advance nurse competence with trusted experience data integrated from the EHR, reducing overall time to competence through on-the-job experience rather than a training-only approach.
Reduce redundant assessments on skills routinely performed by specifying requirements to be completed upon recertification, and linking these to the validated experience records captured in an EHR.
Personalize and target requirements with Kahuna’s role framework rather than using broad non-specific curricula aligning with Donna Wright’s Competency Model of targeting unit-level and job-specific competencies.
Utilize historical assessment records from nurses’ prior roles to give credit for previously attained skills and competence.
Employ Intermountain Healthcare’s standard content library of roles and competencies as the cross-functional foundation of a nursing competency management program, giving credit to each nurse for the skill requirement regardless of their placement in the organization.
Fill resource gaps with qualified nurses by searching specific skills and attributes in Kahuna’s Talent Finder.
Understand skill gaps at the unit and system level with reporting and analytics.
Advance your workforce ahead of industry changes by evaluating your current state of skills, creating demand for needed nursing competence, and understanding who to develop with the capability planning workbench.
Define and track actions for targeted upskilling with individual development plans.
Forecast skills demand, create personalized development plans for caregivers and nurses and manage progress to target skills through the capability planning analytics in Kahuna.
Instill ownership through self-assessments and development plans, which supports ANCC’s Pathway to Excellence Program commitment to creating an environment that empowers and engages staff.
“Helping people live the healthiest lives possible, Intermountain is widely recognized as a leader in clinical quality improvement and efficient healthcare delivery.”
The Kahuna and Intermountain framework is created and maintained by healthcare professionals, for healthcare professionals. It’s been through multiple JCAHO audits and has received zero remediation recommendations.